For managers, providing feedback can be daunting— especially when that feedback isn’t entirely positive.

Managers should think critically about how their feedback is delivered, because otherwise it may be ineffective.

Praise is a small thing that can have an enormous impact both on employees as individuals, and on the culture of the company at large.

How does performance management ultimately benefit the company?

When performance management is effective, everyone is happy. But what exactly is it, and how can you integrate effective performance management at your company?

It can be tricky to know how to navigate friendships in the workplace. Luckily, we've got a few pointers.

Remote work is here to stay, with a 115% increase over the last 10 years. That means managing remote workers is a skill every manager will have to learn -- if it isn’t one already.

If you’ve never had a performance review before, preparing for one might be stressful. Use this handy guide to know what to expect.

The two most popular frameworks for corporate goal setting are SMART goals and OKRs.

We’ve got some advice for maximizing your time in the seven days before the big day. We want to make sure you leave your review feeling confident about the year behind you and the year ahead of you.

Asking your manager for feedback is an essential part of getting what you want out of your career. But asking someone to be honest about your shortcomings seems painful.

Burnout is widely acknowledged as an “employee crisis” that could be to blame for a slew of problems for companies, and their employees.

Performance reviews can be very intimidating -- studies have shown it can even put your brain in “flight or fight” mode. However, performance reviews need not produce such reactions -- mostly because you should already know what’s going to be in your performance review.

A 1:1 meeting is an ongoing feedback strategy to keep both the manager and the employee updated on the employee’s progress, an opportunity to develop employees’ skills, and gives the employee a chance to discuss workplace challenges with their manager.

When you think of annual reviews you received early in your career, were they positive or negative experiences? Were your bosses able to give effective employee feedback that allowed you to improve? If not, what might you do different for your employees?

Research shows that annual performance reviews can mess with our minds a bit -- here's how to counteract that.

Both employees and managers can benefit from raising their emotional intelligence.

Emotional Intelligence is about how well you understand yourself and others, and your ability to influence yourself and others.

While we might want to believe otherwise, an incredibly talented employee doesn’t automatically translate into an excellent manager.

When we think about giving feedback in the workplace, we tend to think about bosses letting their subordinates know how they’re doing. Learn the employee role.

Great communication is critical to the success of any business.

Where do good team dynamics come from?

Over the past four years, Looker has developed a finely tuned process for building their SDR team -- in their hiring, onboarding, and success.

Employee feedback is one of the most powerful tools available to managers, allowing them to grow their team and accomplish goals.

A favorite of tech business leaders, the brainstorming walk can be integrated into your performance management routine.

Here is a performance management program that will work for most companies, along with tweaks you can make based on specific nuances you might have.

It’s that time of the year again...performance reviews. Follow this roadmap from Lattice to ace your next performance review.

OKRs help organizations stay aligned by connecting company, team and personal objectives to measurable results.

Companies that focus on goals tend to do better across the board, have better alignment and output are higher.